Data Analytics for HR

Management

Creative

Visualization

"HR analytics isn't just

about numbers; it's about Analysis
unlocking the stories
within the data that help
us build a better workplace
for our people."
Understanding the past,
managing the present, and
- Shruti Ashok Padwal
shaping the future."
Predictive Analytics: Use historical
hiring data to predict the success of
future hires.
Sourcing Optimization: Analyze the
effectiveness of different
recruitment channels.
Candidate Assessment: Use data to
identify the most qualified
candidates based on past hiring
patterns.

Recruitment and Talent

Acquisition

Shruti Ashok Padwal

 Attrition Analysis: Identify
factors contributing to employee
turnover.
Employee Engagement Surveys:
Analyze survey data to uncover
trends and areas for
improvement.
Predicting Burnout: Use data to
identify employees at risk of
burnout and implement
preventive measures.

Employee Retention and

Engagement

Shruti Ashok Padwal

 Performance Metrics: Track and
analyze employee performance data
to provide constructive feedback
and identify training needs.
Goal Alignment: Align individual
and team goals with organizational
objectives using data insights.
360-Degree Feedback: Collect and
analyze feedback from multiple
sources to assess an employee's
performance comprehensively.

Performance
Management

Shruti Ashok Padwal

 Skills Gap Analysis: Identify skill
gaps within the organization and
create targeted training programs.
Learning Effectiveness: Assess the
impact of training programs on
employee performance.
Personalized Learning Paths: Use
data to recommend tailored learning
paths for employees.

Learning and
Development

Shruti Ashok Padwal

 Salary Benchmarking: Compare
your organization's compensation
packages with industry standards.
Variable Compensation Analysis:
Evaluate the effectiveness of bonus
and incentive programs.
Benefits Optimization: Analyze
employee benefits data to ensure
offerings align with employee
needs.

Compensation and
Benefits

Shruti Ashok Padwal

Diversity Metrics: Track and analyze
diversity data to measure progress
and identify areas for improvement.
Bias Identification: Use data to
identify and mitigate bias in hiring
and promotion processes.

Diversity and Inclusion

Shruti Ashok Padwal

Demand Forecasting: Predict future
workforce needs based on historical
data and business projections.
Succession Planning: Identify high-
potential employees for leadership
roles through data-driven
assessments.

Workforce Planning

Shruti Ashok Padwal

Employee Surveys: Analyze survey
data to identify workplace issues
and address employee concerns.
Conflict Resolution: Use data to
identify patterns of conflicts and
develop strategies for resolution.

Employee Relations

Shruti Ashok Padwal

Audit Trails: Maintain records and
analyze data to ensure compliance
with labor laws and regulations.
Risk Assessment: Identify HR-
related risks, such as legal or
compliance issues, using data
analysis.

Compliance and Risk

Management

Shruti Ashok Padwal

 Use advanced analytics and
machine learning algorithms to
predict future HR trends, such as
employee turnover or talent gaps.

Predictive Analytics

Shruti Ashok Padwal

Connect with me on

Shruti Ashok Padwal

Human Resourse